essay

Research Paper on Organizational Change

My research paper is fabricated from three attention-grabbing articles that gather diverse thinking on organizational change. These three articles are: Tactics for changing minds by Lauren Keller Johnson, the second one is choosing strategies for change by John P. Kotter and Leonard A. Schlesinger and the last one is Reinvent Your Business Before It’s Too Late by Paul Nunes and Tim Breene. When I read the first article, changing minds by Lauren Keller Johnson, I explored the marvel of mind changing, as one of the most influential tools in organizational change. However, it is one of the least unspoken humankind's most influential ability; the capacity to change one's mind. Gardner's first step toward changing others minds is to know and understand who your audience is. The changing mind’s tactics to encourage and inspire a board of executives ought to be different than those used to influence a large number of workers. Age is another aspect to consider. As we age, our ability to accept change decrease and our worldviews solidify, making us less motivated to consider something fundamentally different. Also, Gardner explains that beliefs become profoundly deep-rooted over time; the lengthier people believe something, the better they get at rebounding counterarguments. Thus, to influence a person to change his mind, Gardner has identified several ideas that can positively affect any attempt at mind change. These seven levers are:

1. Rational reasoning: Logically outline the pros and cons of a decision.

2. Research: Present data and relevant cases to support the argument.

3. Resonance: Use your likeability and emotional appeal to win support for your view.

4. Representational redescription: pres...

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...ciples, identity and objectives.

Last year, my organization went through change via a merger with a private company. Many workers were anxious about this change and it could impact their current employment. As a result, a “transformation team” was created to decide suitable training and offer a necessarily tough support structure to lessen misperception. Additionally, my organization provided every manager with the adequate tools to train employees including software and reading materials.

Additionally, every year my organization hires new managers from different industries. Thus, if have to unvaryingly provide an advice to my organization’ CEO, it will be that there is always a huge pool of talented people who are inside our organization and most companies that fail have done so since their front-runners have failed to exploit the human capital accessible to them.